Keith Kopplin

Dec 2, 2024 | jdsupra.com | Keith Kopplin |Charles E. McDonald |Zachary Zagger

The U.S. Department of Labor (DOL) is appealing a U.S. district judge’s recent ruling striking down the agency’s final rule “Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees,” which had authorized an increase in the white-collar minimum salary thresholds for exemption from federal overtime requirements.

Nov 27, 2024 | natlawreview.com | Keith Kopplin

The U.S. Department of Labor (DOL) is appealing a U.S. district judge’s recent ruling striking down the agency’s final rule “Defining and Delimiting the Exemptions for Executive, Administrative, Professional, Outside Sales, and Computer Employees,” which had authorized an increase in the white-collar minimum salary thresholds for exemption from federal overtime requirements.

Nov 27, 2024 | ogletree.com | Keith Kopplin |Charles McDonald |Zachary Zagger

Quick HitsThe DOL has appealed a federal judge’s recent decision striking down its increases to the salary thresholds for the white-collar exemptions from the FLSA’s overtime requirements. The rule increased the minimum salary to $43,888 per year on July 1, 2024, and effective January 1, 2024, it would have increased the minimum salary to the equivalent of $58,656 per year for the EAP exemption and $151,164 per year for the HCE exemption.

Nov 22, 2024 | jdsupra.com | Keith Kopplin

[co-author: Leah Shepherd]This time of year, there’s no shortage of twinkling lights and memories of corporate holiday parties gone wrong. While pop singers belt out their most festive tunes, here are some tips to make sure your office holiday party stays out of legal trouble. Quick Hits Secular language and symbols are more inclusive for a religiously diverse workforce. Making party attendance voluntary may prevent some wage-and-hour and discrimination claims.

Nov 21, 2024 | ogletree.com | Keith Kopplin

Quick HitsSecular language and symbols are more inclusive for a religiously diverse workforce. Making party attendance voluntary may prevent some wage-and-hour and discrimination claims. Serving alcohol raises the potential risk of sexual harassment, driving while intoxicated, and other inappropriate conduct. The last thing employers want is to host a holiday party that lands them with discrimination lawsuits, harassment lawsuits, or disgruntled workers who feel left out because of their religion.